In the United States, working with 4 different generations are normal in most US based organizations, however, because each generation has distinct attitudes, behaviors, expectations, habits and motivational buttons(Hammill), management need to understand the needs between each group, adjust to what motivate and values to them the most, so they can recruit those members and become part of the organization.
For the Veterans, they believed in loyalty, hard working work ethics; they care about their job duty and they often put their job before their family life. Therefore, when recruiting the Veterans, management team should consider offering meaningful job positions that needs for expertise and skills for their past experience, let them know they are with a good company which offers cross-trainings and full retirement plans, and let them know if job well done, regardless of age, everyone will have a chance for promotion.

For the baby boomers, they are workaholics and highly competitive individuals; like the Veterans, they want to feel that they are being appreciated and needed, they want recognition for their job performance. Therefore, when recruiting the boomers, employers need to show that they respect their opinions, skills and knowledge; provide authorities to try out new ideas (Carr-Ruffino); offer cross-training and opportunities within the company. Unlike the Veterans, most of them don't consider full retirements yet, therefore, offer them flexibility in pay and bonus, and give them options on savings and retirement benefits.

As for the generation X, they are the first generation to experience computers, which gave them an edge on resources. They believed that work and family should be balance, and they tend to favor stress-free working style. In order to recruit this group of workers, employers should consider a more challenging and more creative position, offer flexible work hours, so they can have more personal life with their family members. They are not rule oriented, therefore, a horizontal organization will be best fit for this group of people.

Lastly, the Gen Y's, like the Xers, they have access to technologies like cell phones and computers in the prom of their hands, which makes this generation more task orientated and appear more confident and optimistic. They response to high-tech work environment, and multi-tasking working style. To attract this group of the workers, company need to emphasis the organization has a fun, upbeat, full of variety working environment, and don't forget to mansion use of technology. They pay less attention to the financial goal but they do care for feedbacks (Carr-Ruffion), also they like to work effectively and efficiently, and emphasis on work and life balance. Offer vacation packages and flexible work hours will help attract this group of people.

Work sites:
Hammill, G, FDU Magazine Online, Mixing and Managing Four Generations of Employees. Winter/Spring 2005, Retrieved on March 1, 2014 from: http://www.fdu.edu/newspubs/magazine/05ws/generations.htm

Carr-Ruffino, N. Managing Diversity: People skills for a multicultural workplace, 9th edition